How does the Fair Labor Standards Act impact Flex Scheduling??
By Kirsten Ross, SPHR I have received quite a few questions regarding the Fair Labor Standards Act and how it impacts use of flexible scheduling. As a result, I thought that I would address a few of the questions in the newsletter. If you are dealing with a majority of non-exempt workers, you are limited in the number of flexible work options that you can provide. You do need to be concerned with overtime and can, thus, not average the hours over the course of a two week pay period. In other words, you can not have someone work 35 hours one week and 45 the next. There are, however, several different options that can work. For instance, you can offer 4 10 hour days each week. If you are dealing with a critically short applicant pool, you may want to consider 3 12 hour days for 36 hours of work but pay for 40 hours. Or, pay only the hours worked and provide full time benefits at the 36 hours per week work schedule. In some instances, organizations qualify for the option of using an 8 or
